the fort sam houston cpac presents · the fort sam houston cpac presents: october 2011 vol.4, ......

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C i v i l i a n P e r s o n n e l A d v i s o r y C e n t e r B u i l d i n g 1 4 4 , 1 4 1 0 S t a n l e y R o a d , F o r t S a m H o u s t o n , T X 7 8 2 3 4 - 5 0 2 2

(CONTINUED ON PAGE 2)

The Fort Sam Houston CPAC Presents:

October 2011

Vol.4, Issue 4

THE 3R’S OF INCENTIVES Written by: Karen McCutchin

Most Army installations have positions

under recruitment. Often the positions, which

take the longest time to fill, have unique qualifi-

cations requirements or unusual working condi-

tions. Recruiting for these positions may be dif-

ficult because candidates are scarce and higher

salaries or better working conditions are offered

by other employers. In order to help managers

recruit and retain qualified employees, OPM

has authorized recruitment incentives and flexi-

bilities to assist managers and HR specialists in

recruiting for federal positions, particularly

those that are hard to fill. These incentives are

known as the 3R‟s, Recruitment, Relocation,

and Retention. Offering one of the incentives

can increase the possibility of attracting and

retaining highly qualified individuals within

the Federal government.

The first two types of incentives when

recruiting for a hard to fill position are recruit-

ment bonuses and relocation incentives. A man-

ager can offer a recruitment bonus to a newly

appointed employee or a relocation incentive to

a current employee who has to relocate to a dif-

ferent geographic area. These bonuses can be up

to 25% of the basic pay (including locality),

which will be paid as a lump sum at the begin-

ning of the appointment, and will be approved

by the organization on a case-by-case basis. Ap-

plicants who agree to a recruitment or reloca-

tion bonus must sign a service agreement with

the organization with a time frame between 6

months and 4 years with the knowledge that if

the service agreement period is not met, they

BRAC on Target! Mr. Clifford Dickman (far left), Civilian Human Resources Agency (CHRA) Dep-

uty Director, congratulated the Fort Sam Houston Civilian Personnel Advisory Center (CPAC) Director

(second from the left), Audrey Blake, and the CPAC BRAC Team for a job well done!

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HOW TO UPLOAD YOUR

RÉSUMÉ TO USAJOBS Written by: Lindsey Peterson

Change can be hard, but when you have

instructions like these, it couldn‟t be any easier.

Just follow the steps below to upload your rés-

umé into USAJobs and be prepared before the

rollout in February 2012. It will be here before

you know it!

1. Open a Word document

2. Go to CPOL

(www.cpol.army.mil)

Employment

Click “Build A résumé/check Status”

Under Registered Users click “Login”

Click “Answer”

Click “View Résumé”

Highlight the Résumé

Right click “copy”

Open word document

Right click “paste”

Click “File”

Click “Save As” to Desktop

Name your résumé

3. Go to USAJobs

(www.usajobs.gov)

Click “Résumé”

Click “Upload

résumé”

Name your résumé

Click “Browse”

Select the résumé saved to desktop

Click “Upload”

(CONT’ FROM

PAGE 1)

THE 3R’S OF

INCENTIVES may be required to repay the incentive on a pro

rate basis. Managers who are interested in one

of these bonuses will be asked to document

their justification of recruiting difficulties and

how the applicant can uniquely meet the duties

and mission requirements. For more informa-

tion on recruitment bonuses and relocation in-

centives, please see the 5 CFR 575 Subpart A &

B or OPM at http://www.opm.gov/3rs/fact/

index.asp.

The last of the 3R‟s is the retention in-

centive. This incentive is available for managers

to use if the unusually high or unique qualifica-

tions of the employee or a special need of the

organization makes it essential to retain an em-

ployee. This type of incentive requires the man-

ager to provide a written determination of em-

ployee‟s unique qualifications, a statement that

if the incentive is not provided the employee

would likely leave Federal service, and the fac-

tors used when determining the amount of the

incentive, up to 25% of the basic pay including

locality. Retention incentives may be paid in

installments or in a single lump-sum payments,

and need to be reviewed annually (5 CFR

575.309). Unlike the other types of bonuses,

there is no end date for a retention incentive.

However, once management determines that the

incentive is no longer needed, (e.g., demoted,

separated, employee receives a rating of less

than fully successful, or employee fails to meet

terms of service agreement, etc.) a personnel

action must be submitted to cancel the retention

incentive for the employee. Information on the

retention incentive can be found at 5 CFR 575

Subpart C or on PERMISS at

http://www.cpol.army.mil/library/

permiss/2423b.html.

http://www.cpol.army.mil/

http://www.usajobs.gov/

http://www.opm.gov/3rs/fact/index.asp

http://www.opm.gov/3rs/fact/index.asp

http://www.cpol.army.mil/library/permiss/2423b.html

http://www.cpol.army.mil/library/permiss/2423b.html

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A JOB WELL DONE

Written by: Lou Ann Reiser

The Department of Army is the winner

of the 2011 Federal Theodore Roosevelt Work-

ers‟ Compensation and Disability Retirement

Award for having the best Workers Compensa-

tion Program in the Federal government. There

are 122 Injury Compensation Program Admin-

istrators named on the award, to include our

own Angel Ponce and Rosie Miller.

Angel and Rosie successfully manage a

workload of approximately 225 new claims per

year. This is accomplished while monitoring

long term medical and compensation from 12

different MACOMS. They are both extremely

diligent in their efforts to respect and explain an

employee‟s right to file a claim and the proc-

esses involved; however, they are also manage-

ment advisors on challenging suspect claims,

providing light duty, modifying position de-

scriptions and any and all other issues related to

FECA. Congratulations to Rosie and Angel! We

are proud to have them on our team.

✓

PHYSICIANS AND DENTISTS

PAY PLAN Written by: Suzanne Lozoya

There are no cavities in this new system!

The Physicians and Dentists Pay Plan (PDPP)

pay system combines pay authorities under Title

5, Title 10, and Title 38, U.S.C. This enhances

the Department of Defense‟s ability to be com-

petitive in the prevailing labor mar-

ket. Under PDPP, physicians and

dentists will retain their GS or

GM classification and pay grade

and step for purposes of determine

base pay but are further grouped,

for purposes of market pay, into

Title 38, U.S.C. PDPP Tables. PDPP provides a

competitive compensation package with the pri-

vate sector and other Federal agencies, which

provides activity commanders with the ability to

attract and retain high quality physicians and

dentists in order to provide world class health-

care to soldiers and their families.

Transition to the new system began with

those physicians and dentists who had remained

under the GS pay system. They were transi-

tioned to the new PDPP pay system on May 8,

2011. Physicians and den-

tist who had previously

transitioned to NSPS will

fall under the new PDPP

system.

During this transition, physicians and

dentists will not have any loss in pay. They will

also receive the same annual pay as their current

earnings and retain their current GS or GM

grade, step, and base pay. Market pay will inte-

grate locality pay, PCA, any special salary rate

and other forms of compensation. Physicians

and dentists are eligible for periodic adjustments

to the GS such as the general pay increase; in-

creases other than GPA; Discretionary pay ad-

justments to market pay as recommend by local

Activity Compensation Panel and/or the Health

Professions Civilian Compensation Standing

Committee.

Additional information regarding the

PDPP may be found on CPOL website at http://

cpol.army.mil/library/general/nsps/repeal.html

http://cpol.army.mil/library/general/nsps/repeal.html

http://cpol.army.mil/library/general/nsps/repeal.html

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ON THE MIC... With

TONIE CASE

Each month we are going to pick a different

CPAC employee to showcase in the newsletter.

These people work hard and should be recog-

nized! If you have recently visited the CPAC

and feel someone deserves to be „On The Mic,‟

just send an email to [email protected],

Subject line: On a Personnel Note….

Name: Tonie Case

Branch: Director‟s Office; Deputy Director

Interesting Fact: Tri-lingual; Can speak French, Ger-

man, and English

Who is your biggest inspiration?

It is impossible to pinpoint just a single person. One

person would have to be my husband, who battled can-

cer with such strength, when many would only loose

faith. Another would have to be my mother, who lived

through the depths of World War II as a child and faced

the realities that we could not even dream of. People

who persevere in the face of an unrelenting force; those

are the people that inspire me.

What is your favorite part of working at the CPAC?

I would say being able to truly help our customers who

have a huge responsibility. Working in the HR System

is truly a blessing because it encompasses such a large

group of people who I try to assist. Within the CPAC, I

like working with the new career folks, because I get to

share my passion for our career field.

What is the most important tool you have attained

while working in Civil Service?

It would have to be resilient to change and being more

adaptable to situations. That has probably helped me

the most because I have seen so many changes, since

the regionalization, and have ultimately learned from

them.

A BIG TEXAS WELCOME! Written by: Brenda Orozco

The Fort Sam Houston Civilian Personnel

Advisory Center (CPAC) in San Antonio, TX is

pleased to welcome their newest employees,

Tonie Case and Scott Gray.

Tonie Case, FSH CPAC Deputy Director,

comes to the CPAC from HQ Department of the

Army, Office of the Assistant G-1, Civilian Per-

sonnel where she served

as the Benefits Branch

Chief and the Deputy Em-

ployment Policy Division

Chief. Prior to joining

HQDA assignment, Mrs.

Case served as a Branch Chief here at the FSH

CPAC. Mrs. Case has over 31 years of service in

Human Resources with the Department of the

Army. Mrs. Case and her husband, George, con-

sider San Antonio their home.

Scott Gray, the FSH Nonappropriated

Funds (NAF) Branch Chief, comes to Fort Sam

Houston from the European Stars and Stripes

NAF Office in Kaiserslau-

tern, Germany where he

was the Human Resources

Manager. Prior to his pre-

vious assignment, he was

the Assistant Human Re-

sources Officer at the Heidelberg NAF HR Of-

fice in Heidelberg, Germany. He has been work-

ing for the Federal Government since May 2006.

TAPES Timeline

Rating Cycle:1 Nov - 31 Oct

Appraisals due : 15 Dec

New Objectives Issued: 30 Nov

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NO MORE HRFS? Submitted by: Lionel Lowery

Within the last couple of months, G-

3/5/7 has released the new requirements for

Army supervisors. The guidance states that all

new supervisors, and those requiring refresher

training, will be required to complete the on-

line Supervisory Development Course (SDC).

This new system contrasts significantly with the

on-site Human Resources for Supervisors

(HRFS) that we all have been accustomed to.

The refresher training is required every

three years, but first time supervisors

(supervisors with less than one year of supervis-

ing Army Civilians) are required to complete

supervisory training no later than 12 months

after the date on which they were appointed to

their current supervi-

sory position. An-

other change that the

memo highlighted

was that Army civil-

ian supervisors are

required to complete

the requisite Civilian Education System (CES)

leader development course for their correspond-

ing grade level. Supervisors in grades GS-5

through GS-9 must complete the CES Basic

Course, grades GS-10 through GS-12 must

complete the CES Intermediate Course, and

grades GS-13 through GS-15 must complete the

CES Advanced Course.

If you have any questions pertaining to

the guidance, please contact John Thompson at

221-9345, or Lena Boutelle at 221-0639.

THINKING AHEAD: DISABILITY

RETIREMENT Written by: Lou Ann Reiser

If you find yourself too ill or injured to

come to work and are beginning to experience

work-related issues as a result, you might want

to familiarize yourself with the disability retire-

ment process. A Federal employee is entitled to

disability retirement benefits when they are un-

able to perform useful and efficient service be-

cause of disease or injury. “Useful and efficient

service” means fully successful performance of

the critical or essential elements of the position

and satisfactory conduct and attendance. Many

employees are not aware of this application

process; and therefore, find themselves with the

stress of not only their disease or illness, but

also facing major financial woes. These prob-

lems will also eventually affect their health and

life benefits as well.

Disability retirement determinations are

made in accordance with Federal retirement

regulations. Applications are made to the Of-

fice of Personnel Management (OPM). You

must obtain the supporting medical evidence

that will enable OPM to decide that your dis-

ease or injury is severe enough to prevent you

from performing useful or efficient service, or

that you have a medical condition that requires

restrictions from critical duties of your job.

Employees who are considering apply-

ing for a disability retirement should first con-

tact the Army Benefits Center-Civilians (ABC-

C) to speak to a counselor as the eligibility and

criteria are different depending on whether your

retirement is CSRS or FERS. The actual appli-

cation for a disability retirement (SF3112) is

available at www.abc.army.mil as well as other

related information that would be useful for em-

ployees considering this option.

For additional information or assistance,

please contact the Labor/Management-

Employee Relations Branch at 221-9692.

http://www.abc.army.mil

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EXTENDED LEAVE WITHOUT

PAY (LWOP) Submitted by: Lou Ann Reiser

Leave Without Pay (LWOP), is a tem-

porary non-pay status and an authorized ab-

sence from duty, granted when an employee has

insufficient annual leave, sick leave, or compen-

satory time available to cover an approved ab-

sence. An employee does not have to exhaust

annual or sick leave before requesting LWOP.

The following paragraphs will describe how

LWOP can affect some of your benefits. Other

benefits will be explored during the next issue

of the On A “Personnel” Note.

RETIREMENT BENEFITS:

An aggregate non-pay status of 6

months in any calendar year is

creditable service. Coverage con-

tinues at no cost to the employee while in a non-

pay status. When employees are in a non-pay

status for only a portion of a pay period, their

retirement deductions are adjusted in proportion

to their basic pay (5 U.S.C. 8332 and 8411).

LIFE INSURANCE: Coverage continues for

12 consecutive months in a non-pay status with-

out cost to the employee or to the agency. The

non-pay status may be continuous, or it may be

broken by a return to duty for periods of less

than 4 consecutive months. Please note that pre-

mium payments are required if an enrolled em-

ployee in non-pay status is receiving workers'

compensation (5 CFR 870.508(a), 5 CFR

870.404(c)).

You can access more information on

LWOP at www.OPM.gov or contact the Labor/

MER Branch at 221-9692.

NAF’S NOOK Submitted by: Scott Grey

Fort Sam Houston has undergone sev-

eral changes over the past three years. As a re-

sult, there are several NAF Human Resource

Offices located on Fort Sam Houston, each re-

sponsible for different functions in assisting em-

ployees, announcements, and application proce-

dures. In order to help everyone with contact-

ing the correct individual, please use the follow-

ing information when considering who to con-

tact for NAF advice.

If contacting...

DID YOU KNOW?

The next Federal Benefits open season for Fed-

eral Employees Health Benefits (FEHB), Flexi-

ble Spending Accounts (FSA), and Federal Em-

ployees Dental and Vision Insurance Program

(FEDVIP) will be from November 14, 2011 to

December, 12, 2011. For information regarding

a Health Benefits Fair near you, contact your

Army Civilian Personnel Advisory Center at

210-221-2526.

Army NAF, IMCOM

G9, and MWR Programs

Mr. Tracy Flack

(210) 466-1720

Army NAF, Manage-

ment Trainee Program,

IMCOM G9, and MWR

Programs

Ms. Wynter Barnes

(210) 466-1471

Air Force NAF Natalie Houston

(210) 808-7577

VETCOM NAF,

Fisher House, and

Army Recreation

Machine Program

(ARMP)

Lisa Pena (210) 808-

2873 or Mary Schnick

(210) 221-7289

http://www.OPM.gov

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THE PRIORITY PLACEMENT

PROGRAM (PPP) Written by: Joffre Miller & Lois Howard

The Priority Placement Program (PPP)

is a program used by the Department of De-

fense to provide hiring preferences to individu-

als who meet certain criteria. Subsidiary pro-

grams of PPP accommodate different circum-

stances under which one may become eligible

to register for PPP. A majority of individuals

eligible for registration in the PPP may be:

Certain displaced civil service employees or

employees facing displacement.

Certain members of the National Guard or

the Armed Forces Reserves.

Certain spouses and family members of

military sponsors.

Certain spouses and family members of

DoD civilian sponsors.

Civil service employees affected by a

Reduction in Force, Base Realignment and Clo-

sure actions, or other restructuring, and who

otherwise meet eligibility requirements, may

register for the PPP. For some of those employ-

ees, registering in the PPP is even mandatory.

For spouses moving with their military

sponsor, even if they have never been em-

ployed with the Federal government, PPP offers

hiring preferences. In the case of spouses who

are already employed by the Federal govern-

ment, PPP offers assistance in continuing Fed-

eral employment at their new location. The

couple must have been married before the PCS

and the spouse must have moved with the ser-

vice member from the last duty station to the

new one.

When registering for PPP, documents

will need to be provided to the CPAC. Some

examples of required documents are:

Most recent SF-50 (current/former Federal

employee)

Updated résumé

PCS orders (military spouse)

Marriage certificate (military spouse)

RIF (Reduction in Force)/TOF (Transfer of

Function) Notice

Other documents as required

It is also recommended that the regis-

trant maintain an up-to-date résumé in the Army

Civilian Service web site at:

http://www.armycivilianservice.com/.

For more information on registering

with the Defense Department‟s Priority Place-

ment Program services, visit http://

www.cpms.osd.mil/care/care_ppp.aspx or con-

tact the Fort Sam Houston Civilian Personnel

Advisory Center (CPAC) at 210.221.2526.

LEADERSHIP QUOTE OF

THE MONTH

“A leader takes

people where they

want to go. A great

leader takes people

where they don‟t

necessarily want to

go, but ought to be.”

- Rosalynn Carter

http://www.armycivilianservice.com/

http://www.cpms.osd.mil/care/care_ppp.aspx

http://www.cpms.osd.mil/care/care_ppp.aspx

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Army Civilian Corps Creed I am an Army Civilian – a member of the Army Team

I am dedicated to our Army, our Soldiers and Civilians

I will always support the mission

I provide stability and continuity during war and peace

I support and defend the Constitution of the United States and consider it an honor to serve our Nation

and our Army

I live the Army values of Loyalty, Duty, Respect, Selfless Service, Honor, Integrity, and Personal Cour-

age

I am an Army Civilian

We want to hear from...

The Fort Sam Houston Civilian Personnel Ad-

visory Center (CPAC) would like to hear from you,

our valued customers. We welcome you to e-mail us

any topics you would like addressed in future issues

of the On A “Personnel” Note. Topics should be gen-

eral in nature and address a wide audience vs. ques-

tions that are personal in nature. If you have individ-

ual questions, please do not hesitate to call your staff-

ing Human Resources Specialist at any time. We

look forward to hearing from you!

Please submit your requests to [email protected]

Visit our website at

http://www.samhouston.army.mil/cpac/

for more information

REMINDER: FSH CPAC OFFICE

CLOSURE– PROFESSIONAL

DEVELOPMENT TRAINING

The Fort Sam Houston Civilian Personnel

Advisory Center (CPAC) will be closed the first

Wednesday of each month from 2:00pm to 4:00pm.

We appreciate your patience and support

during this time. The FSH CPAC staff will return

phone calls, during the next business day.

Danielle White

Jennifer Kissee

Marie Case

Nichole Beals

(Bldg 144, FSH CPAC)

You Will Be Missed!

Amy Jack

Crystal Vanderpool

Lisa Alderson

Marisela Rivera-

Resio

Michael Carroll

AND

Hail

Farewell

http://www.samhouston.army.mil/cpac/

the fort sam houston cpac presents · the fort sam houston cpac presents: october 2011 vol.4, ......

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